{"id":33705,"date":"2025-08-14T05:10:46","date_gmt":"2025-08-14T05:10:46","guid":{"rendered":"https:\/\/triniti.eu\/?post_type=insights&#038;p=33705"},"modified":"2026-04-15T13:39:53","modified_gmt":"2026-04-15T13:39:53","slug":"kaip-sugrazinti-darbuotojus-i-biura-kai-bandeles-nebemotyvuoja","status":"publish","type":"insights","link":"https:\/\/triniti.1kdigital.com\/lt\/insights\/kaip-sugrazinti-darbuotojus-i-biura-kai-bandeles-nebemotyvuoja\/","title":{"rendered":"Kaip sugr\u0105\u017einti darbuotojus \u012f biur\u0105, kai bandel\u0117s nebemotyvuoja?"},"content":{"rendered":"\nVasarai einant \u012f pabaig\u0105 vis daugiau darbdavi\u0173 pradeda svarstyti apie darbuotoj\u0173 sugr\u0105\u017einim\u0105 \u012f biurus. To prie\u017eastys gali b\u016bti \u012fvairios \u2013 produktyvumo didinimas, komandi\u0161kumo skatinimas ar darbuotoj\u0173 perdegimo prevencija.\r\n\r\nTa\u010diau k\u0105 daryti, jei hibridiniu b\u016bdu iki \u0161iol dirb\u0119s darbuotojas atsisako gr\u012f\u017eti \u012f biur\u0105?\r\n<h5 class=\"x_MsoNormal\"><b>Hibridinio darbo samprata<\/b><\/h5>\r\n<p class=\"x_MsoNormal\">Lietuvos darbo teis\u0117je hibridinis darbas yra suprantamas kaip dalinis nuotolinis darbas &#8211; darbo organizavimo modelis, kai dal\u012f darbo laiko darbuotojas vykdo nuotoliniu b\u016bdu, kitoje, nei darboviet\u0117 vietoje. Ta\u010diau net ir gerai suorganizuotas hibridinis darbas gali sukelti i\u0161\u0161\u016bki\u0173, kai kalba pakrypsta apie darbuotoj\u0173 sugr\u0105\u017einim\u0105 \u012f fizin\u0119 darbo viet\u0105.<\/p>\r\n<p class=\"x_MsoNormal\">Kadangi hibridiniam darbui yra taikomos nuotolin\u012f darb\u0105 reglamentuojan\u010dios teis\u0117s normos, tai rei\u0161kia, kad hibridinis darbas gali b\u016bti nustatomas tiek patenkinus darbuotojo pra\u0161ym\u0105, tiek ir \u0161ali\u0173 susitarimu. Darbdavys visais atvejais privalo apsvarstyti darbuotojo pra\u0161ym\u0105 ir j\u012f tenkinti arba ne. Ta\u010diau Lietuvos Respublikos darbo kodekse yra nurodyti socialiai jautresn\u0117s kategorijos darbuotojai, kuri\u0173 pra\u0161ymai d\u0117l nuotolinio darbo gali b\u016bti netenkinami tik jei d\u0117l gamybinio b\u016btinumo ar darbo organizavimo ypatum\u0173 tai sukelt\u0173 per dideles s\u0105naudas<\/p>\r\n\r\n<h5 class=\"x_MsoNormal\"><b>Ar darbdavys gali reikalauti, kad darbuotojas gr\u012f\u017et\u0173 dirbti i\u0161 biuro?<\/b><\/h5>\r\n<p class=\"x_MsoNormal\">Kadangi Lietuvos Respublikos darbo kodeksas teis\u0119 dirbti nuotoliniu b\u016bdu (ar hibridiniu b\u016bdu, kuris yra dalinis nuotolinis darbas) skirsto pagal subjektus, kurie kreipiasi d\u0117l tokios darbo organizavimo formos, atsakymas \u012f \u0161\u012f klausim\u0105 n\u0117ra vienareik\u0161mis.<\/p>\r\n\r\n<h5 class=\"x_MsoNormal\"><b>Socialiai pa\u017eeid\u017eiami darbuotojai<\/b><\/h5>\r\n<p class=\"x_MsoNormal\">Jei darbuotojas Lietuvos Respublikos darbo kodekso 52 str. prasme yra laikomas socialiai jautriu (n\u0117\u0161\u010dia, neseniai pagimd\u017eiusi ar kr\u016btimi maitinanti darbuotoja, darbuotojas, auginantis vaik\u0105 iki 8 met\u0173, darbuotojas, vienas auginantis vaik\u0105 iki 14 met\u0173 arba vaik\u0105 su negalia iki 18 met\u0173, arba darbuotojas, pagal sveikatos prie\u017ei\u016bros \u012fstaigos i\u0161vad\u0105 pateik\u0119s pra\u0161ym\u0105, pagr\u012fst\u0105 sveikatos b\u016bkle, negalia arba b\u016btinybe slaugyti ar pri\u017ei\u016br\u0117ti \u0161eimos nar\u012f ar kartu su darbuotoju gyvenant\u012f asmen\u012f), darbdavys negal\u0117s reikalauti, jog darbuotojas gr\u012f\u017et\u0173 dirbti i\u0161 fizin\u0117s darbo vietos, jei ne\u012frodys, kad pasikeit\u0117 gamybinis b\u016btinumas ar darbo organizavimo galimyb\u0117s, d\u0117l kuri\u0173 tolimesnis hibridinio darbo organizavimas nei\u0161vengiamai sukelt\u0173 per dideles s\u0105naudas.<\/p>\r\n<p class=\"x_MsoNormal\">Tuo tarpu jei darbdavys nuspr\u0119st\u0173, kad toks darbuotojas negeba dirbti nuotoliniu b\u016bdu, pavyzd\u017eiui, laiku neatlieka paskirt\u0173 u\u017eduo\u010di\u0173, darbo metu n\u0117ra pasiekiamas kolegoms ir pan., pirmiausiai reikt\u0173 \u012fvertinti galimyb\u0119 taikyti alternatyvius situacijos sprendimo b\u016bdus, pavyzd\u017eiui, galimyb\u0119 sudaryti rezultat\u0173 gerinimo plan\u0105 ar inicijuoti darbo pareig\u0173 pa\u017eeidimo tyrim\u0105.<\/p>\r\n\r\n<h5 class=\"x_MsoNormal\"><b>Kiti darbuotojai<\/b><\/h5>\r\n<p class=\"x_MsoNormal\">Jeigu darbuotojas n\u0117ra laikomas socialiai jautriu Lietuvos Respublikos darbo kodekso 52\u00a0str. prasme, hibridinio darbo at\u0161aukimas yra galimas. Ta\u010diau tam, kad darbo organizavimo modelio keitimas b\u016bt\u0173 sklandus, darbdavys tur\u0117t\u0173 priimti lokalin\u012f teis\u0117s akt\u0105, reglamentuojant\u012f nuotolinio (hibridinio) darbo organizavim\u0105.<\/p>\r\n<p class=\"x_MsoNormal\">Nuotolinio (hibridinio) darbo tvarkoje gal\u0117t\u0173 b\u016bti nurodomos aplinkyb\u0117s, kurioms atsiradus darbdavys gal\u0117t\u0173 reikalauti, kad toks darbuotojas vis\u0105 darbo laik\u0105 dirbt\u0173 i\u0161 biuro. Negana to, darbdavys, pasikeitus verslo poreikiams, pavyzd\u017eiui, nusprendus stiprinti komandi\u0161kum\u0105, produktyvum\u0105 ir kitas atvejais, gal\u0117t\u0173 viena\u0161ali\u0161kai pakeisti nuotolinio (hibridinio) darbo organizavimo tvark\u0105. Tuo atveju, jei darbdavio vidutinis darbuotoj\u0173 skai\u010dius yra 20 ir daugiau, apie b\u016bsimus nuotolinio (hibridinio) darbo tvarkos poky\u010dius tur\u0117t\u0173 b\u016bti informuojama ir darbo taryba. Su atnaujinta nuotolinio (hibridinio) darbo tvarka supa\u017eindinti darbuotojai prival\u0117t\u0173 laikytis \u0161iame lokaliniame teis\u0117s akte nurodyt\u0173 \u012fpareigojim\u0173, o j\u0173 nesilaikymas gal\u0117t\u0173 b\u016bti traktuojamas kaip darbuotojo darbo pareig\u0173 pa\u017eeidimas.<\/p>\r\n<p class=\"x_MsoNormal\">Pa\u017eym\u0117tina, jog bet kuriuo atveju nuotolinio (hibridinio) darbo organizavim\u0105 reglamentuojanti tvarka tur\u0117t\u0173 b\u016bti parengta i\u0161samiai, kadangi visos pilkosios zonos, paliekan\u010dios vietos bet kokioms interpretacijoms, gin\u010do atveju bus ai\u0161kinamos darbuotojo naudai.<\/p>\r\n<b>\ud83d\udd17 \u0160is straipsnis \u2013 m\u016bs\u0173 Darbo teis\u0117s komandos turinio serijos dalis. Jei \u0161ita tema aktuali \u2013 rasite ir daugiau\u00a0<a href=\"https:\/\/triniti.eu\/lt\/izvalgos\/darbo-teise-paprastai-startuoja-musu-nauja-izvalgu-serija\/\">\u012fra\u0161\u0173 galerijoje<\/a>.<\/b>\n","protected":false},"featured_media":28752,"template":"","person_countries":[248],"people_industries":[],"experience_practice_area":[569],"insight_category":[441],"class_list":["post-33705","insights","type-insights","status-publish","has-post-thumbnail","hentry","person_countries-lietuva","experience_practice_area-darbo-teise","insight_category-tinklarastis"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Kaip sugr\u0105\u017einti darbuotojus \u012f biur\u0105, kai bandel\u0117s nebemotyvuoja? - TRINITI - Pan-Baltic Law Firm<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"lt_LT\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Kaip sugr\u0105\u017einti darbuotojus \u012f biur\u0105, kai bandel\u0117s nebemotyvuoja? - TRINITI - Pan-Baltic Law Firm\" \/>\n<meta property=\"og:description\" content=\"Vasarai einant \u012f pabaig\u0105 vis daugiau darbdavi\u0173 pradeda svarstyti apie darbuotoj\u0173 sugr\u0105\u017einim\u0105 \u012f biurus. To prie\u017eastys gali b\u016bti \u012fvairios \u2013 produktyvumo didinimas, komandi\u0161kumo skatinimas ar darbuotoj\u0173 perdegimo prevencija. Ta\u010diau k\u0105 daryti, jei hibridiniu b\u016bdu iki \u0161iol dirb\u0119s darbuotojas atsisako gr\u012f\u017eti \u012f biur\u0105? Hibridinio darbo samprata Lietuvos darbo teis\u0117je hibridinis darbas yra suprantamas kaip dalinis nuotolinis [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/triniti.1kdigital.com\/lt\/insights\/kaip-sugrazinti-darbuotojus-i-biura-kai-bandeles-nebemotyvuoja\/\" \/>\n<meta property=\"og:site_name\" content=\"TRINITI - Pan-Baltic Law Firm\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-15T13:39:53+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/triniti.1kdigital.com\/wp-content\/uploads\/2024\/04\/Guoda-Tiskaite-TRINITI-JUREX-2-2771-9301-6841-v1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2046\" \/>\n\t<meta property=\"og:image:height\" content=\"1364\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/triniti.1kdigital.com\\\/lt\\\/insights\\\/kaip-sugrazinti-darbuotojus-i-biura-kai-bandeles-nebemotyvuoja\\\/\",\"url\":\"https:\\\/\\\/triniti.1kdigital.com\\\/lt\\\/insights\\\/kaip-sugrazinti-darbuotojus-i-biura-kai-bandeles-nebemotyvuoja\\\/\",\"name\":\"Kaip sugr\u0105\u017einti darbuotojus \u012f biur\u0105, kai bandel\u0117s nebemotyvuoja? 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